RPO · Recruitment Process Outsourcing
Your hiring engine, run by specialists.
Gunei recruiters join your organisation in your offices, in your systems and under your brand. We employ, train and manage the team, run the agreed hiring process and report on every hire.
Recruitment Process Outsourcing
The decision this is for
For organisations with continuous or peak hiring: launches, new affiliates, headcount growth or processes that exceed the capacity of an in-house team sized for an average month.
- Sustained volume hiring
- Launches and new operations
- Demand peaks a fixed team cannot absorb
- One consistent process under your brand
Weekly
Pipeline review with hiring managers
Monthly
Dashboard, report and invoice
Quarterly
Business review and market data
Yearly
Plan, capacity and scope reset
One partner. One process. One monthly fee.
- 10
- stages, run end to end
- 1
- monthly fee, no invoice per hire
- 100%
- of the team on Gunei's payroll
Build recruiting capacity around your hiring plan, with an agreed volume of open roles and a team sized to the assignment. One monthly service fee replaces separate recruitment invoices per hire. Capacity and scope are reviewed together and adjusted by agreement.
Inside your company. On our payroll.
Recruiters work from your offices, on the days and hours set in the contract annex, with your tools and your brand. They remain Gunei employees: we select them for your profile, train them on your culture, policies and safety rules, and pay every salary, insurance and social-security contribution.
- 01
RPO lead
Owns the hiring plan, coordination with hiring managers and monthly reporting.
- 02
Recruiters
Source, screen, interview and close candidates for your roles, in your voice.
- 03
Coordinator
Manages schedules, candidate communication and recruitment records.
- You approve or reject every candidate.
- You may audit the service's labour and accounting records.
- Team size is scaled up or down by mutual agreement.
- Offices, days, hours and team size are specified in the contract annex.
Ten stages. One process.
- 01
Analysis and planning
Agree roles, volumes, profiles and timing.
- 02
HR software access
Configure the client's system or Gunei's agreed tools.
- 03
Multichannel sourcing
Job boards, LinkedIn, referrals and talent pools.
- 04
CV pre-screening
Review each application against the role profile.
- 05
Candidate evaluation
Agreed psychometric and behavioural assessment.
- 06
Interviews and selection
Structured interviews and shortlists.
- 07
References and background
Complete agreed checks before the offer.
- 08
Offer and joining
Manage the process to signature and start date.
- 09
Onboarding and integration
Support the first weeks.
- 10
Market intelligence
Report salary context, talent availability and monthly KPIs; connect findings to the next hiring plan.
Additional support can include workforce planning, HR technology consulting and employer-brand work, as agreed in scope.
One candidate. One record.
Sourcing, tracking, assessment, communication and reporting are connected within a coherent record. We work within existing HR software where suitable or configure agreed Gunei tools. Access, consent and handling arrangements are defined for each engagement and jurisdiction.
Your brand, in every reply.
Every applicant receives communication at the relevant stages. Candidate communication is part of the service, not an optional finishing touch: every applicant answered is the defined operating commitment.
- 01Application receivedWhat the candidate receivesConfirmation
- 02Screening decisionWhat the candidate receivesUpdate
- 03InterviewWhat the candidate receivesInvitation and reminders
- 04After the interviewWhat the candidate receivesFeedback
- 05Final decisionWhat the candidate receivesOffer or a respectful close
Every month, on one page.
We report role status, time to fill, offers accepted, applicant responses, hiring-manager feedback and agreed cost measures. A quarterly review examines hiring quality, interview activity, process performance and market intelligence.
Weekly
Pipeline review
With hiring managers.
Monthly
Dashboard, report and invoice
One report a month, on one page.
Quarterly
Business review
Results and market data.
Yearly
Plan, capacity and scope
Service reset.
Dashboard figures in the brochure (for example 32-day time to fill, 91% offers accepted or 4.6/5 satisfaction) are illustrative examples, not achieved results or universal service levels.
Clear scope. Shared control.
A monthly fee plus applicable tax, an agreed maximum of open roles, replacement handling, the dedicated team and the reporting cadence are defined in the engagement. Employment, confidentiality, audit rights, renewal and proportionate settlement terms follow the signed contract and annexes.
Summary for orientation only. The signed contract and its annexes prevail. No prices or standard duration are published.
An operation, not a vendor
10
hiring stages, run end to end under your brand.
Method reference · RPO 2026
What your team receives
What your company receives.
For your company
- A dedicated team in your offices
- One process and one tracking system
- A monthly dashboard and report
- A quarterly business review
- Salary and talent-market intelligence
For your candidates
- A clear, respectful process
- An answer at every stage
- Interviews scheduled on time
- Feedback after interviews
- Support until the first day
Reference timing
From brief to go-live
The brochure's indicative implementation plan spans 30 business days: discovery and hiring plan; process and service levels; technology access; team selection and onboarding; pilot roles; go-live. The date is confirmed at kick-off around volumes and system access. This is distinct from the time to fill a vacancy.
- Day 30First monthly report · Baseline KPIs.
- Day 60Process tuned · Service levels reviewed with hiring managers.
- Day 90First quarterly review · Business review and market data.
After go-live.
How we start
From brief to go-live.
Related services
- 01Week 1
Brief
Hiring volumes, roles, sites, timing and how hiring works today: what works and what does not.
You receiveA capacity reading and a proposed operating model.
- 02Week 2
Proposal
Embedded team, monthly scope, technology, reporting and fee, with measurable service levels.
You receiveProposal with service levels and a monthly fee.
- 03Week 3
Contract and annex
Terms, confidentiality, the brand the team operates under and the annex of roles and volumes.
You receiveSigned contract and transition plan.
- 04Week 4
Kick-off with hiring managers
A session with every hiring leader: profiles, process, response times and the reporting calendar.
You receiveOperation running and a first report at day 30.
Let's define the next step.
Tell us about the decision, the context and the timeline.